“Accountability is the centerpiece around which all work performance is based regardless of the activity. It is important to differentiate accountability from responsibility in order to better understand how it is different and how it needs to be applied.” (Porter O’Grady, Pg. 14, 2007). Individuals and their organizations account for each activity and each action in relation while accepting full responsibility for results in a transparent matter. Accountability may also involve responsibility including those with money relations and any valuable property.
Accountability is laid into the hands of each employee. Often times, a performance management system serves as the foundation for measuring out employee’s accountability. According to Porter-O’Grady (2007), “Accountability focuses more on results than it does on process. The primary element of accountability is its orientation to outcome, to the products of work rather than the process of working. Accountability assumes that the outcomes of work have been defined and that people are committed to the achievement of those outcomes”. This is why accountability serves its importance to organizations. Accountability also helps bring forth certain elements for characteristics reflecting upon positive or significant changes within an organization. An element serves as ground for giving the relationship between workers and managers mutual expectations and outcomes. Accountability is also owned and not delegated.
Performance management system once completed is followed by performance appraisal method for recognition of the work completed by staff members in a health organization following measurements of accountability. Accountability is first measured through how well an employee is engaged. Employees often must demonstrate skills, enthusiasm, and their motivation needed to complete their tasks. Establishing performance standards often encourages employee engagement after careful consideration is taken into place...